David Hassell is the CEO of 15Five. This article originally appeared on the blog 15Five.
In some companies, the approach of the Executive's like walking up to the Wizard of Oz, the giant floating head and flamboyant pillars striking fear in those who dare disturb. With an open-door policy, it is up to the employee, who will probably be intimidated and unlikely to accept the offer to step beyond the threshold.
New York, meet the tech world scene
5000 Tech leaders coming to New York in November to learn and do business. This is your chance to join them.
In addition, many modern organizations do not even have walls, doors only allow to walk through. Plans to open the ground are used to make the teams feel more consistent, open and TRANSPARENT with all entry-level world managers working in the same space.
No matter what your business model, the open door policy in the modern workplace are outdated relics. Do you want transparency, satisfied and productive workforce, and a way to generate new ideas? Smash your open door policy and create a culture of open door instead.
Listening is only half the battle
Employees want the opportunity to openly and honestly with all the management to discuss - the team dynamics, problems with the physical environment or the lack of clear direction. When an employee comes to you with questions, complaints or to ask for advice, your attention and monitoring are essential.
The open door policy is muted when managers or administrators are not interested in the information shared. Even if you listen, failure to act on feedback always makes it unnecessary for an employee who is out on a ledge to offer it first.
Once you get a reputation for not listen or act, your best talent will go in search of a management team who will. A culture of open door is supported by the gradual change is the result of honest communication is really heard.
Let it all hang out
We have created a culture of transparency, to resolve team problems without focusing on blame or ego. Our weekly 15Fives allow all stakeholders to view the comments of an employee, their line manager to senior management and executives.
transparent culture allows people to :.
- bring their whole being at work
- operate in a feedback intentional environment
This environment was created for employees to feel naturally inclined to speak and be valued for their unique perspectives. They are "right" or "wrong" part of the culture in the form of values -. The value to honor people's opinions, really listen, recognize and follow through appropriate measures
I am not saying that all walls must be literally down and all employees must have complete visibility into all aspects of the business. There must be a balance between transparency and privacy. Provide sufficient information for all team members feel like they have been engaged in a unique and appreciated in the team.
But you must also know what to keep private and when to recognize when an employee is looking for privacy. Give employees potentially disturbing information they are powerless to act on can be extremely stressful and moral damage of the team.
On the other hand, not every employee is willing to speak through a megaphone.
Go on my head
Although cohesion and egalitarianism are great, it must have the structure in place for the flow of information. Employees want to be heard, but they also want to know that change is coming or an explanation as to why it is not.
If you really want to be available in a meaningful way, ask the important questions directly to your team and ensure an effective net until transparent system is in place to avoid being overwhelm. The most direct managers should always be buckled in because they are best equipped to respond quickly to feedback.
Our presentation structure allows each department to ask for specific teams. We do not wait for them to come to us, we go to them. This is extremely useful in promoting a culture of transparency.
The CEO or manager takes the load off employees who now feel like they are heard at the highest level necessary to influence change. No one feels that an employee went on their head, complaining to a boss, and problems have arisen before they become blown-out problems.
What do you think?
I am always ready to listen to comments, but I'm not always able to act on it immediately. Thus, feedback from employees who really drive change are those that are accompanied by a solution.
This shows insight and leadership, and I'm more likely to do something about a problem when the employee proposes to work with me toward a resolution. Part of the promotion of a culture of transparency means letting employees know that along the complaints, solutions-oriented ideas are also welcome.
first companies today are not only workplaces, they are like a second home for the people who work there. Pay someone more or change their security is not as effective as listening to what they have to say and then take action. The success is based on trust, respect and transparency that permeates every aspect of your business, not just the "open door" casual conversation.
How frank feedback from employees is encouraged (or avoided) in your company
disengaged employees :? What they really think